Background: Artificial intelligence (AI) is transforming the labor market and influencing howorganizations structure work and make decisions. In the public sector, where change processes areoften complex and slow, it is crucial to understand how AI is implemented and experienced byemployees. This thesis explores how employees with HR-related responsibilities within JönköpingMunicipality perceive the implementation of AI in their daily work.

Aim: The aim of this study is to describe how employees working with HR-related tasks at JönköpingMunicipality perceive the AI implementation process.

Method: The study has mainly a deductive approach and is based on a qualitative case study involvingsix semi-structured interviews. The empirical data was analyzed using thematic analysis. Thetheoretical framework includes Self-Determination Theory (SDT), Lewin’s Change ManagementModel, and Kotter’s 8-Step Change Model. However, it has inductive elements as neither the codingprocess nor the third research question are based on previous theories.

Conclusion: The findings show that AI implementation is currently at an early and unstructured stage,where individual initiative often replaces formalized processes. Three central themes were identified:(1) lack of structure in implementation, (2) positive attitudes and a supportive organizational culture,and (3) awareness of risks but limited knowledge. Although employees express a positive attitudetoward AI, the study concludes that clearer communication, targeted training, and a shared strategyare necessary for sustainable and inclusive AI integration. The study offers practical recommendationsfor the public sector and contributes theoretically to research on change management and the impactof technology on HR work.